Job enrichment is a job design technique that increases motivation by adding meaningful responsibilities, autonomy, and recognition to a job.
It aligns with Herzberg’s Two-Factor Theory, which suggests that responsibility and recognition are key motivators.
How Job Enrichment Increases Employee Motivation:
Increases Autonomy: Employees are given more decision-making power, leading to a stronger sense of ownership.
Provides Recognition: Workers receive direct feedback and acknowledgment for their contributions.
Encourages Skill Development: Employees handle more complex tasks, improving job satisfaction and career growth opportunities.
Why Other Options Are Incorrect:
A. Job complicating – Incorrect, as this is not a recognized job design technique; increasing job difficulty does not improve motivation.
B. Job rotation – Incorrect, as job rotation involves shifting employees between different tasks to reduce monotony, but it does not necessarily increase job responsibility or recognition.
D. Job enlargement – Incorrect, as job enlargement adds more tasks at the same skill level, increasing workload without necessarily improving responsibility or recognition.
IIA’s Perspective on Employee Motivation and Organizational Success:
IIA Standard 2120 – Risk Management states that internal auditors should evaluate employee engagement strategies, including job design techniques.
COSO ERM Framework emphasizes that motivated employees contribute to operational efficiency and organizational success.
IIA References:
IIA Standard 2120 – Risk Management & Employee Motivation
Herzberg’s Two-Factor Theory – Motivation through Responsibility and Recognition
COSO ERM – Employee Engagement and Organizational Performance
Thus, the correct and verified answer is C. Job enrichment.
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